Promoting Employment and Quality of Work in the Rail Sector Case study: Poland July 2015 EVA Academy...
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Transcript of Promoting Employment and Quality of Work in the Rail Sector Case study: Poland July 2015 EVA Academy...
Promoting Employment and Quality of Work in the Rail Sector
Case study: Poland
July 2015
EVA AcademyPrepared for:
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Progress so farDesk researchWorking Conditions in the rail sectorEmployer ranking studiesMedia perceptions of the rail sector or rail companies
InterviewsManagement Representatives (PKP PLK, PKP SKM Trójmiasto)Independent Experts (Warsaw School of Economics)
InterviewsTrade Unions
SurveyEmployees (population around 20,000 workers)
CASE STUDY METHODS
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Overall Image and Attractiveness
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Employment in rail sector in PolandOVERVIEW
Employment in principal railway enterprises (2012) in PL 100,358 (17% of EU 28)
Employment in PKP Group (2013) 81,268 (81% of employment in principal railway enterprises in PL)
Employment in PKP PLK (2013) 38,469 (38% of employment in principal railway enterprises in PL)
Employment in PKP SKM Trójmiasto (2013) 784 (1% of employment in principal railway enterprises in PL)
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Structure of PKP Group’s employees
Education (2012-2013) Age (2011-2012)
OVERVIEW
Source: PKP Group
2 0 1 2 ( 8 4 , 0 4 5 ) 2 0 1 3 ( 8 1 , 2 6 8 )
5% 5%
29% 27%
52% 52%
14% 16%
primary vocational secondary higher
2011 (87,056) 2012 (84,422)
2% 2%8% 9%
25% 24%
51% 50%
13% 15%
up to 25 years of age 26-35 36-4546-55 above 55 years of age
+2pp
+2pp
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PerceptionATTRACTIVENESS
Source: PKP Intercity and PKP SA
April 2013 April 2015
42%
63%
Satisfaction with rail travel
+26pp
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Recruitment and Retention
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Staff and skills needs
External trends influencing recruitment: investments (EU financed) and new technologies.
HR priorities:– Adjusting the level and structure of employment to their current tasks related to
changing market requirements.– Immediate (1 year): recruitment of staff in occupations with generational gap Train
Managers, Drivers, Rail Traffic Controllers, Mechatronic Engineers, Electronics engineers.– Long term (3-5 year): maintain number of staff after retirement of number of staff,
recruitment of Mechatronic Engineers, Signalling technicians, Electronics engineers.
Skills shortages: ICT, Investments / Construction Project Management.
Staff turnover not an issue.
No priority actions for employing/ addressing skills shortages among females, older workers, young people, and lower skilled workers.
RECRUITMENT
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Channels used
Channel Usage Usefulness
Employee referrals
Job portals Cooperation with PES
Company website
Internships Scholarships Facebook LinkedIn
RECRUITMENT
Source: PKP PLK Facebook page
Looking for job? FRIENDLY Recruitment
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Cooperation with secondary schools Start: 2011
Annual cost: EUR 150,000
Number of pupils receiving scholarships: 300 from more than 150 schools
Amount of scholarship depends on study level (from EUR 72 to 120)
Close cooperation with 15 secondary schools training rail transport technicians, technicians for the automatic control of the railway traffic. In these schools PKP PLK offers:– Scholarships for students, – Employment guarantee for best students,– Apprenticeships program, – Training facilities and qualified trainers.
Problems with securing qualified trainers and number of pupils.
RECRUITMENT
Source: PKP PLK website and PKP PLK Facebook page
Why not?!
Rail faculty?
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Working Conditions and Social Standards
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Factors defining attractiveness of an employer in PolandWORKING CONDITIONS
Job security Health and safety standardsBenefits (99% discount for tickets)
Level of pay High responsibility of work
Source: Randstad Award 2015
The most and least attractive elements of railway sector
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Attractiveness for special groupsGroup Most important factors
when looking for a job (Source: Randstad Award 2015)
Attractiveness of rail sector
Women Job security, working atmosphere, work-life balance and flexible working arrangements.
Job security and the types of employment offered maybe attractive but only in certain occupations.
Older workers
Job security and financial health. Level of pay depends on number of years worked in the rail sector therefore it is not attractive for older candidates.
Younger workers
Interesting job content, training opportunities, flexible working arrangements and employers that make use of the latest technologies.
Level of pay and image for rail sector is not attractive for young people. Type of employment offered maybe attractive.
WORKING CONDITIONS
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Benefits
Each company has its own collective agreement with employees
Benefits vary across different occupations and include:– 99% discount for tickets – Additional days-off– Clothing supplement– Coal supplement– Co-financing of children's vacations– Stock market shares– Medical care schemes– Insurance schemes– Sport cards
WORKING CONDITIONS
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Psychological risks
Psychological support for workers affected by rail accidents.
One of the main objectives of the PKP Group is to increase level of safety at trains and stations (guards and monitoring).
SOCIAL STANDARDS
Source: PKP PLK Facebook page
Number of accidents May 2015
No. in May 2015
Since beginning of 2015
Killed
No. of accidents
Heavily injured
Heavily injuredKilled
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Conclusions
Strengths
Priority given to rail investments.
Improving performance and willingness to change.
Voluntary Retirement Plans and aging of staff will adjust the level employment to current tasks related to changing market requirements.
Weaknesses
Generational gap in some occupations.
Low / Lack of impact on unattractive elements of work.
Lack of employee assessment programs (career paths).
Q&A